University of Florida Salaries – Earnings and Hourly Wages

Welcome to our guide on the salaries and compensation structure at the University of Florida (UF). As a leading educational institution, UF is committed to providing fair and competitive compensation for its employees. In this article, we will explore the salary data for UF employees, including faculty and staff, as well as important information regarding hourly wages, classification and pay regulations, overtime policies, and more.

Key Takeaways:

The University of Florida ensures compliance with the Fair Labor Standards Act (FLSA), which sets minimum wage standards and labor-related regulations.
Minimum hourly wages for UF employees subject to minimum wage are higher than the federal minimum wage.
Faculty employees at UF are exempt from FLSA provisions.
Each department at UF is responsible for complying with classification, pay, and payroll regulations.
Non-exempt employees must adhere to time-worked regulations and accurately record their hours worked.
Overtime policies at UF include cash payment and compensatory leave for non-exempt employees.
Additional employment and official university travel may impact overtime status and compensation.
UF has a market-based salary structure for individual compensation based on job duties, performance, and other factors.
Salary grades and pay ranges vary across different job titles at UF.
Contact the Compensation & Classification department for more information and assistance.

Classification and Pay Regulations

Each department at the University of Florida is responsible for ensuring compliance with classification, pay, and payroll regulations in accordance with the Fair Labor Standards Act (FLSA). This federal law establishes minimum wage standards, overtime pay, and other labor-related regulations. Compliance with the FLSA ensures that all university employees receive fair and just compensation for their work.

Under FLSA guidelines, the University of Florida distinguishes between exempt and non-exempt classifications. Faculty employees are exempt from FLSA provisions, while many classifications in the University Personnel System (USPS) and Technical, Executive, Administrative, and Managerial Support (TEAMS) pay plans are designated as exempt from FLSA overtime payment provisions.

Non-exempt employees, on the other hand, are required to record their time worked on an hourly basis. This includes accurately documenting regular work hours, overtime hours, and any other relevant time entries. Supervisors play a crucial role in verifying the accuracy and integrity of time records and ensuring compliance with FLSA regulations.

Furthermore, it’s important to note that Other Personnel Service (OPS) employees, who are typically hired on a temporary or part-time basis, do not receive any paid leave. However, OPS employees may be eligible for unpaid leave under the Family and Medical Leave Act (FMLA) if they meet the necessary requirements.

Compliance with FLSA regulations and proper classification of employees are essential for maintaining a fair and equitable work environment at the University of Florida.

Time-Worked Regulations and Record Keeping

Non-exempt employees at the University of Florida are subject to time-worked regulations to ensure compliance with labor laws and maintain accurate records. These regulations encompass various aspects of employees’ work schedules, recording time worked, attendance, leave records, and supervisor responsibilities.

Work Schedules

Non-exempt employees are required to adhere to their approved work schedules and should not work outside of these schedules without prior supervisor approval. This ensures efficient resource allocation and allows supervisors to effectively manage their teams.

Recording Time Worked

Accurate records of all hours worked must be maintained by each department. Non-exempt employees are responsible for recording their time worked on an hourly basis, including any overtime hours. This data is vital for payroll processing, tracking attendance, and ensuring compliance with labor regulations.

Attendance and Leave Records

In addition to recording time worked, approved leave must also be properly documented. This includes vacation time, sick leave, personal leave, and any other types of authorized time off. Departments must maintain detailed attendance and leave records to ensure accurate and fair compensation for employees.

Supervisor Responsibilities

Supervisors play a crucial role in ensuring the integrity and accuracy of time-worked records. They are responsible for verifying and approving their employees’ time records, ensuring that all hours worked and leave taken are accurately reflected. Supervisors should also be present during their employees’ working hours to provide guidance, support, and monitor productivity.

It is essential for both employees and supervisors to understand and adhere to these time-worked regulations. Falsification or manipulation of time records can have serious consequences for both parties and can lead to disciplinary actions. By following these guidelines, the University of Florida maintains a transparent and fair work environment that respects labor laws and ensures proper compensation for its employees.

Overtime Policies and Compensation

Overtime at the University of Florida is defined as work that exceeds 40 hours in a workweek. It is important for departments to arrange work schedules efficiently in order to avoid unauthorized overtime, ensuring compliance with the University’s overtime policies.

Non-exempt USPS and TEAMS employees who work overtime are eligible for compensation in two forms: cash payment or overtime compensatory leave. This allows employees to choose between additional pay or time off for the extra hours they have worked.

Exempt USPS employees, on the other hand, are eligible for regular compensatory leave when they exceed the standard workweek.

Hourly OPS employees are entitled to receive one and a half times their regular hourly rate for any overtime worked. This ensures that employees are compensated at a fair rate for the additional hours put in.

It is important to note that payment for overtime should be made no later than the end of the pay period to ensure timely compensation for the extra effort put forth by employees. These payments are made from authorized budgeted funds for salaries, ensuring the university’s commitment to managing its finances responsibly.

Overtime Compensation Policies

Employee Type
Overtime Compensation

Non-exempt USPS and TEAMS employees
Cash payment or overtime compensatory leave

Exempt USPS employees
Regular compensatory leave

Hourly OPS employees
One and a half times their regular hourly rate

By offering multiple options for compensation, the University of Florida strives to provide flexibility and support to its employees, ensuring a fair and balanced approach to overtime work.

Additional Employment and Official University Travel

At the University of Florida, employees have the opportunity to engage in additional employment with prior approval. This can be a great way to expand their skills and earn secondary compensation. The rate of compensation for secondary employment may be 1.5 times the primary rate, depending on the frequency and nature of the work.

When it comes to official university travel, there are important considerations. While travel to and from an employee’s assigned headquarters is not considered hours worked, travel for official university purposes is considered time worked. This means that employees are entitled to be compensated for their travel time, including any overtime hours they may accrue while in official travel status.

Non-exempt employees, who are eligible for overtime, must be compensated according to the standard overtime policies for any extra hours worked during official university travel. In other words, if an employee works more than 40 hours in a workweek while traveling on university business, they should receive appropriate compensation for the overtime hours.

Overall, the University of Florida recognizes the importance of providing fair compensation for additional employment and official university travel. It strives to ensure that employees are rewarded for their dedication and commitment, both within their primary roles and any supplementary ventures or travel responsibilities they undertake.

Salary Structure and Individual Compensation

The University of Florida has developed a comprehensive salary structure based on market principles, ensuring equitable compensation for its employees. The structure is composed of 12 different grades, each with a lower market reference point, a midpoint, and an upper market reference point. This system provides a clear framework for determining individual compensation.

When determining an employee’s compensation, several factors are taken into consideration. Years of experience, location, job performance, and specific job duties all play a significant role in determining an employee’s individual compensation. Additionally, market factors in relevant labor markets are considered to ensure that employees are fairly compensated in comparison to similar positions in the industry.

It is important to note that the University of Florida values the diverse skills, knowledge, and experience that employees bring to their roles. As such, compensation is based on the employee’s contribution to the university and their ability to meet the expectations of their position.

Employees should be paid within the range established by their designated salary grade. This range reflects the skills, knowledge, and experience required for the position, as well as the corresponding market value. By aligning individual compensation with the salary structure, the University of Florida aims to foster a fair and competitive work environment.

Understanding the salary structure and individual compensation factors is essential for both employees and employers. It ensures transparency and enables employees to see how their compensation aligns with their contributions and market standards.

Grade
Lower Reference Point
Midpoint
Upper Reference Point

1
$31,200
$36,600
$41,700

2
$34,500
$41,600
$48,700

3
$38,900
$47,400
$55,900

4
$44,500
$55,100
$65,700

5
$51,000
$63,900
$76,700

Table: University of Florida Salary Structure (Grades and Compensation Ranges)

Examples of Salary Grades

The University of Florida’s salary structure encompasses 12 distinct grades, each categorized by a lower reference point, midpoint, and upper reference point. These salary grades range from 1 to 12, with compensation ranges increasing as the grade level progresses. Let’s explore a few examples of salary grades at the University of Florida:

Grade
Lower Reference Point
Midpoint
Upper Reference Point

1
$31,200
$36,600
$41,700

12
$139,000
$187,680
$236,300

In Grade 1, the salary range starts with a lower reference point of $31,200, progresses to a midpoint of $36,600, and reaches an upper reference point of $41,700. On the other hand, Grade 12 marks a higher salary level, with a lower reference point of $139,000, a midpoint of $187,680, and an upper reference point of $236,300.

These salary grades serve as a framework for determining competitive compensation at the University of Florida, ensuring that employees are fairly rewarded for their skills, experience, and contributions to the institution.

Note: The provided image is centered and visually relevant to the topic, displaying the University of Florida’s salary grade structure.

Job Titles and Pay Grades

The University of Florida offers a diverse range of job titles, each corresponding to a specific pay grade. These pay grades determine the salary range for each position, ensuring competitive compensation based on market value.

Let’s take a look at a couple of examples:

Job Title
Pay Grade
Salary Range

Academic Advisor I
Pay Grade 3
$33,800 – $54,000

Accountant IV
Pay Grade 7
$59,300 – $94,700

As you can see, an Academic Advisor I falls under Pay Grade 3, with a salary range of $33,800 to $54,000, while an Accountant IV is in Pay Grade 7, with a salary range of $59,300 to $94,700. These salary ranges reflect the university’s commitment to providing competitive compensation to its employees.

At the University of Florida, job titles are aligned with their corresponding pay grades, ensuring a fair and transparent compensation structure. This allows employees to know their salary range based on the position they hold, providing clarity and offering a sense of value for their contributions.

Note: The salary ranges provided are based on current data and may be subject to periodic updates. Please refer to the University of Florida’s official compensation information for the most accurate and up-to-date salary details.

Contact Information for Compensation Inquiries

If you have any questions or require additional assistance regarding compensation at the University of Florida, our dedicated Compensation & Classification department is here to help.

You can reach us through email at compensation@ufl.edu or by calling us at (352) 273-2842. Our team of experts is available to provide further information and clarification on the university’s salary structure, individual compensation, and any other related inquiries you may have.

Feel free to get in touch with us and we’ll be happy to assist you!

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